Staff wellbeing in education and its role in retention
On the topic of HR in schools, staff wellbeing and its critical role in retention is one of the most pressing issues in the sector today. With staff retention continuing to challenge schools and trusts nationwide, many leaders are stepping up to pioneer meaningful change in this area.
During a SAAS show seminar titled What Does it Actually Mean to Promote Staff Wellbeing and Why Is It So Important for Retention?, an expert panel shared their perspectives. Speakers included:
- Claire Flintoff, CEO at Asset Education
- Simon Hart, Headteacher at Springwest Academy Hounslow
- Lisa Longstaff, Director of HR Services – North, EPM
- Faizal Musa, Chief People Officer at Dixons Academies Trust
- Jonny Uttley, CEO at The Education Alliance
- Jamie Smith MBE, Director of the Schools Division
Key themes and initiatives
The panelists universally acknowledged that more needs to be done to address staff wellbeing in education, but they also highlighted some of the innovative approaches already making a difference within their trusts:
- Reducing workload through technology: Schools are leveraging technology to automate time-intensive tasks like marking and administrative processes, giving teachers more capacity to focus on teaching and personal development.
- Structured incentive programs: Many trusts are implementing clear reward systems, such as recognition schemes, financial incentives, or additional benefits that acknowledge staff contributions.
- Flexible working opportunities: Allowing staff to work flexibly during planning periods or offering hybrid models for non-teaching staff has been a game-changer for work-life balance.
- Career progression and development: Providing defined pathways for growth ensures staff feel supported in their long-term careers, enhancing job satisfaction and loyalty.
The road ahead
As the spotlight on staff wellbeing in education continues to intensify, we anticipate even greater innovation in this area throughout 2025 and beyond. From embedding wellbeing into trust-wide cultures to scaling successful initiatives, it’s clear that prioritising staff wellbeing is not only essential for retention but also for creating schools where both staff and students can thrive.
Balancing budgets and talent to improve HR in schools
Tightening budgets remain a significant challenge for the education sector, and HR in schools plays a crucial role in balancing financial constraints with the need to attract, retain, and develop talent. In a thought-provoking session at the SAAS show, Stephen Mitchell, CEO of Keystone Knowledge, outlined strategies for navigating this delicate balance, offering practical insights to support schools and trusts in building a sustainable and resilient workforce.
Key strategies for HR teams
Stephen emphasised that achieving this balance requires HR in schools to adopt a strategic mindset and collaborate closely with senior leadership. Here are some of the session’s key takeaways:
- Data-driven decision making: HR teams must leverage data to inform staffing decisions, budget allocations, and talent strategies. By understanding patterns in staff turnover, workload distribution, and performance metrics, leaders can make informed choices that align resources with priorities.
- Collaborating with leadership: Close collaboration between HR teams and senior leaders ensures that talent management strategies align with broader institutional goals. Stephen highlighted the importance of presenting HR plans as integral to achieving school objectives, not as standalone initiatives.
- Navigating restructuring processes: When restructuring is unavoidable, transparency and communication are key. Stephen advised using clear frameworks to guide these processes, ensuring they are fair, consistent, and sensitive to staff wellbeing while meeting budgetary requirements.
- Investing in development despite constraints: Even with limited budgets, prioritising professional development is crucial for staff retention. Creative approaches, such as peer mentoring, in-house training programs, and leveraging free or low-cost resources, can ensure that staff feel valued and supported.
Building for the future of HR in schools
Stephen concluded by encouraging HR teams to think long-term. While budget constraints demand short-term adjustments, sustainable workforce planning requires a forward-thinking approach. Schools and trusts that invest in their people, even during challenging financial times, are better positioned to thrive in the future.
This session served as a reminder that balancing budgets and talent isn’t just about compromise – it’s about using strategic HR practices to foster resilience and growth in the face of financial pressures.
Using AI to reduce staff workload
No conversation about the future of education is complete without addressing the rapid advancements in artificial intelligence (AI), a topic that dominated discussions at the SAAS show. AI is reshaping how educators work, offering tools to reduce workload and help teachers focus on what they do best: teaching. In turn, this has the potential to have a massive impact on HR in schools.
AI tools for lesson planning
One of the standout developments was Oak National Academy's Aila, a free-to-use lesson planning assistant. Recently released to the public, Aila draws on Oak's extensive library of high-quality content to help teachers craft curriculum-aligned lessons in a fraction of the usual time. With its intuitive design, Aila is set to become an invaluable resource for teachers looking to streamline their planning process while maintaining high standards of education.
Similarly, TeacherMatic, an AI-driven teaching and learning generator, showcased its ability to create high-quality lesson plans and classroom resources at the click of a button. These tools not only save hours of preparation time but also support teachers in delivering consistent and engaging lessons tailored to national standards.
Operational efficiency through AI
I isn't just revolutionising the classroom; it's transforming back-office operations too. Access Education's Access EVO, shows how AI can simplify administrative tasks, from scheduling to financial management. By automating routine processes, operational teams can dedicate more time to strategic priorities, contributing to a more efficient and effective school environment.
This shift could significantly support HR in schools, streamlining administrative tasks and freeing up time for more impactful HR activities.
AI as a solution to workload challenges
Teacher workload remains one of the leading causes of attrition in the profession, with administrative and planning demands taking a toll on personal time. AI tools like Aila, TeacherMatic, and Access EVO have the potential to give educators their evenings and weekends back, making a tangible difference in their work-life balance. This not only benefits teachers but also directly impacts HR in schools by improving staff retention and wellbeing.
The road ahead
While AI offers promising solutions, it’s essential for schools to integrate these tools thoughtfully, ensuring they complement rather than overwhelm existing practices. As AI continues to evolve, it could play a pivotal role in reducing workload, retaining talent, and creating a more sustainable future for education, and therefore improving HR in schools.
Could AI be the key to keeping teachers in the profession and giving them their Sundays back? Only time will tell, but these emerging tools and platforms are certainly a step in the right direction.
Using technology to reduce staff workload and revitalise staff training
While technology has been used within the sector for numerous purposes for the past few years, we predict that technology will still be a key trend in improving HR in schools.
Tools like automated attendance systems and digital learning platforms reduce administrative burdens, freeing up time for teaching.
Confidence in technology is key. Providing hands-on training, peer support, and user-friendly resources ensures staff feel equipped to use tools effectively, turning them into valuable assets rather than added pressures.
Digital platforms are also reshaping onboarding and training by offering flexible, on-demand learning tailored to individual needs. Thoughtfully implemented technology can ease workload, improve staff well-being, and support retention.
What can education learn from other sectors about workforce provision?
As schools and trusts grapple with workforce challenges, looking beyond the education sector for solutions can provide valuable insights. Other industries, like healthcare, have implemented innovative workforce models that could inspire meaningful change in HR in schools.
Lessons from the NHS’s ‘Bank Model’
The NHS’s ‘Bank Model’ provides a cost-effective alternative to reliance on agency staff by creating a pool of pre-approved, on-demand workers. Schools and trusts could adopt a similar approach by establishing internal supply staff pools, reducing dependence on costly agency hires. This model not only cuts costs but also ensures consistency, as staff within the pool are already familiar with the organisation's culture and standards. This could be a significant shift for HR in schools, improving staff retention and reducing turnover.
Successes with Crown Commercial Services and NHS Workforce Alliance
Trusts collaborating with organisations like Crown Commercial Services and NHS Workforce Alliance have demonstrated how partnerships can drive efficiency in recruitment. These initiatives offer frameworks to reduce costs and streamline hiring processes for supply staff. Case studies from such trusts highlight how adopting structured procurement systems can lead to significant savings and improved access to quality candidates, positively impacting HR in schools.
Managing the cost of supply staff
Schools and academies can make meaningful changes to manage supply costs, such as:
- Developing in-house talent pools: Recruiting and retaining a network of flexible workers available to cover absences.
- Investing in training: Upskilling existing staff to provide cover across different roles, reducing external recruitment needs.
- Leveraging technology: Using digital platforms to manage availability and bookings efficiently.
Future collaboration and recruitment strategies
Collaboration between trusts offers opportunities to share resources and talent. Regional partnerships could facilitate shared talent pools, reducing competition for staff and promoting cost-effective recruitment. Exploring hybrid roles or flexible work arrangements could also make teaching positions more appealing to candidates, addressing long-term recruitment challenges. These innovative approaches to staffing will support the evolution of HR in schools to better meet future needs.
By learning from sectors like healthcare, education can reimagine its approach to workforce provision, ensuring sustainable, efficient staffing solutions for the future.
Conclusion
In conclusion, the insights and predictions shared at the Schools and Academies Show (SAAS) and beyond highlight a pivotal moment for HR in schools. As schools and trusts grapple with complex challenges - ranging from staff wellbeing and retention to balancing budgets and leveraging AI - there is a clear need for strategic, innovative solutions.
Prioritising staff wellbeing remains essential, with initiatives like workload reduction, flexible working, and structured career development already making an impact. Simultaneously, advancements in technology, particularly AI, offer promising tools to streamline workloads, enhance training, and create efficiencies in both classrooms and back-office operations. Learning from other sectors, such as healthcare, further provides a roadmap for sustainable workforce models and cost-effective staffing solutions.
Looking ahead to 2025 and beyond, the focus must remain on creating environments where staff feel supported, valued, and equipped to succeed. By integrating these strategies thoughtfully and collaboratively, schools and trusts can build resilient, thriving communities - ensuring that both educators and students achieve their fullest potential.
To find out more about how Access Education can work with you to overcome your HR challenges, explore our People Management solution. If you’re looking to simplify your billing by consolidating all your software under one contract, find out more about our Education Pricing Bundles.
